With a new year on the horizon, it can be tempting for us as leaders to pour all our energy into new goals. But the opportunity to reflect is a gift that shouldn’t be overlooked. In fact, reflection makes for even better goals that lead to stronger results for our teams and organizations.
Here, I’ll offer guidance on how we can reflect on this past year—the achievements and challenges—to support our teams’ growth. Key principles include embracing failure, asking for feedback, and prioritizing employees’ well-being.
Celebrate Wins
Humans, like other animals, respond well to positive reinforcement. It’s natural, like when a dog learns good behavior with the help of bacon. When good things happen, our body stores the experience to increase the likelihood of it happening again. So when employees perform well or learn something new, leaders can perpetuate these wins by offering positive reinforcement.
Leadership is far from dog training, of course, but the principle holds true: meaningful reinforcement strengthens desired behaviors. But, while humans do enjoy the occasional delicious treat, it’s not pizza or cake that will have the biggest impact; it’s genuine recognition. Consider holding end-of-year or end-of-quarter team meetings to highlight team and individual achievements. Acknowledging successes publicly can make employees feel seen and valued in a unique way.
Equally important, though, are the small wins that happen throughout the year. By acknowledging these everyday efforts, we are telling our teams that their hard work matters. Recognition fuels motivation and reminds people that they’re doing meaningful work—every single day.
Learn from Failures
Failure has been an important part of my journey–both professionally and personally. Without the tough setbacks I have experienced, I’m convinced that I wouldn’t have achieved the things I’m most proud of–which is why I committed to helping leaders and teams leverage failure to foster growth.
Failure is also at the root of innovation; if we are too afraid to fail, we will never experiment with new ideas that could take us to new heights. When it comes to end-of-year reflections, it’s important to remember that “failed” experiments still offer valuable insight.
When discussing those failed experiments, try framing them as learning opportunities and remind employees that, even though you won’t be pursuing the experiment further, the time spent was not wasted. Instead, view the experience as an opportunity for everyone to brainstorm new courses of action.
Model a Growth Mindset by Asking for Feedback
Fostering a feedback-friendly culture is a good idea all year round. When employees’ opinions are valued, it improves trust and creates more buy-in. Simultaneously, you are leading by example—demonstrating to your team that you value not only their continuous growth but your own as a leader.
Effective feedback starts with authenticity. Any leader can administer generic feedback surveys at the end of the year. But the results won’t be very telling, and your employees might feel like their time is not valued. Whether you send out surveys, hold one-on-one meetings, or both, try asking questions that go deeper.
Here are some examples (you can edit to include specific details relevant to your team):
- What are some specific ways I could better support you in your role?
- Are there any barriers to communication or resources that hinder your work, and how might we address them?
- Do you feel comfortable sharing ideas or concerns, and what could help make it easier to do so?
- How effective do you feel our current collaborative processes are, and what would you change?
- What recent changes have had the biggest impact on your work, and were those changes communicated clearly?
Gathering input shows employees that their perspectives matter, building trust and fostering a growth mindset across the team.
Reflect on Team Dynamics
Reflecting on performance means more than evaluating results; it means evaluating how your team arrived at them. As the year comes to a close, reflect not only on what your team did but how they did it.
Consider the following questions to evaluate how your team’s dynamics played a role in the year’s results:
- Which employees worked well together?
- Which collaborative processes worked seamlessly, and which ones created bottlenecks?
- Did everyone feel comfortable sharing their ideas openly, or were some voices quieter than others?
- Were individual strengths and skills utilized to their fullest within team projects?
- How effectively did team members support one another during high-stress periods?
By understanding what worked well and where there’s room to grow, you can create an environment that supports both individual success and collective achievement in the coming year.
Prioritize Well-Being for Long-Term Success
As I’ve expressed before, leaders should navigate all decisions with their team’s well-being in mind, and end-of-year reflection is no exception. When delivering feedback, for example, consider how it could affect your employees emotional wellbeing. Of course, addressing shortcomings is a necessary and (if done well) productive part of leadership, but how you communicate feedback can make or break the outcome.
Look after your team’s well-being at the end of the year by:
- Checking in about their workload.
- Reminding them that you are there for support.
- Offering praise along with criticism.
- Delivering criticism through a growth lens.
- Asking if there are other ways you can better support them.
Supporting well-being shows employees they’re valued, which, in turn, contributes to a healthier workplace culture.
Conclusion
Remember, reflection serves as a reset—re-centering your team on your shared purpose—while also inspiring a path forward. By celebrating wins, learning from failures, and checking in on your team’s well-being along the way, you can motivate your employees to get excited about the year ahead.
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